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Currently have a candidate who applied for a position, which would require her to relocate but she states she wants to relocate. She has a solid resume and I have two clients interested and they…Continue

wanted to get some opinions on this topic, we have had candidates in the past give a verbal yes to accept a position and committ to starting another day, whether it may be a month or two from the…Continue

Just wanted to get some feedback from members regarding screening candidates, seems like lately we have had some sketchy/unreliable candidates....one accepted a position and then said she couldnt…Continue

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Hey guys just wanted to get some opinions on this topic..most of our canidates are from out of state and its usually two months before they move after accepting a position...what are some of the methods you all vets use to keep them warm or in the loop until they make the move and start the new position, ive had it happen a couple times where the candidate takes another position or they say some family issue…See More

"I agree, Ralph. Too, if a candidate is just not ready, you must move on, whether you know his/he reasons or not. Sometimes you just can't get to the bottom of it. Although, that doesn't mean that candidate isn't viable at another time…"

"Absolutely try to find out what her issue is, and incorporate the take away as well. If it's too easy to take away from her, she's not the right candidate.
One word of caution, however. Please do NOT use the 'we have other…"

"Time to fish or cut bait. Your objective is to get her in front of your client if she is serious. I would handle it this way.
Me: Hi Judy, you mentioned that you might have to take a sick day in order to go for interview. Let…"

"I think it all depends on answering the following questions:
1) How far in advance are the client(s) looking to fly her in?
2) How much time is involved? Overnight trip?
3) Scope of her current role? How integral is it for her to be…"

"Mike although she may be a great candidate on paper unless she is truly motivated to make a move (and for the right reasons) your best bet is to do a take away like Amy mentioned. Let her know that you cannot spend anymore time with her on this…"

"There are many candidates who want to leave their jobs but are very loyal to their current employer. They are conscientious and involved with their current jobs. So she may truly be in a self-imposed conflict. Is she BSing…"

"I would ask your candidate if she can commit to a certain interview date and, if she is at all hesitant, let her know that there are other candidates in the pipeline that will then proceed to move forward in the process. You are basically…"

"The Candidate might not be BSing you. It does sound like there might be many different reasons for her not putting in the required leg work to make this opportunity possible. I would take Amy's advice that would be the most…"

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Hey guys just wanted to get some opinions on this topic..most of our canidates are from out of state and its usually two months before they move after accepting a position...what are some of the methods you all vets use to keep them warm or in the loop until they make the move and start the new position, ive had it happen a couple times where the candidate takes another position or they say some…